A growing body of empirical evidence shows that occupational health is now more relevant than ever due to the COVID-19 pandemic. This review focuses on burnout, an occupational phenomenon that results from chronic stress in the workplace. After analyzing how burnout occurs and its different dimensions, the following aspects are discussed: (1) Description of the factors that can trigger burnout and the individual factors that have been proposed to modulate it, (2) identification of the effects that burnout generates at both individual and organizational levels, (3) presentation of the main actions that can be used to prevent and/or reduce burnout, and (4) recapitulation of the main tools that have been developed so far to measure burnout, both from a generic perspective or applied to specific occupations. Furthermore, this review summarizes the main contributions of the papers that comprise the Special Issue on “Occupational Stress and Health: Psychological Burden and Burnout”, which represent an advance in the theoretical and practical understanding of burnout.

El liderazgo de base segura, fundamentado en la teoría del apego, emerge como un nuevo enfoque para comprender y mejorar las interacciones líder-subordinado, estableciendo vínculos significativos con otros constructos psicosociales en el ámbito de las organizaciones. Específicamente, este estudio explora empíricamente la relación positiva entre el estilo de liderazgo de base segura y el work engagement de los seguidores, así como la relación negativa entre este estilo de liderazgo y la intención de abandono organizacional, tanto de forma directa como mediada por la identificación con el equipo de trabajo. Un total de 483 empleados (59,4% mujeres; M = 36,9 años, DT = 11,5) cumplimentaron un cuestionario online. Se realizó un modelado de ecuaciones estructurales empleando la técnica de mínimos cuadrados parciales análisis. Los resultados indicaron que la identificación con el equipo media parcialmente las relaciones entre el liderazgo de base segura y el engagement y la intención de abandono. El liderazgo como base segura constituye un tipo de recurso laboral que puede potenciar los resultados positivos en el trabajo, como el engagement, a la vez que prevenir los resultados negativos, como el abandono. Por tanto, el liderazgo de base segura juega un papel crucial en el bienestar de los empleados.

(1) Background: Workplace procrastination leads to missed deadlines and financial losses, necessitating a deeper understanding of its risk factors and inhibitors for effective interventions. This study aims to bridge the significant gap in the literature regarding the effects of Authentic Leadership (AL) on workplace procrastination behaviors, including soldiering and cyberslacking. AL, as a positive leadership style, is proposed as a key factor in mitigating procrastination by fostering a supportive work environment. Specifically, this research examines how AL impacts procrastination through two psychosocial risk factors—lack of supervisor support and lack of workgroup support—which are hypothesized to mediate this relationship. (2) Methods: Data were collected from 738 employees (62.9% women) who completed a survey. Partial least squares structural equation modeling was conducted to explore the direct relationship between AL and procrastination, and indirect relationships through support. (3) Results: The findings indicate that AL negatively impacts procrastination behaviors, with stronger effects on soldiering compared to cyberslacking. AL is also negatively associated with perceptions of a lack of support from both leaders and workgroups, with a stronger influence on leader support. Both lack of leader and workgroup support significantly predict soldiering but not cyberslacking. (4) Conclusions: This study highlights AL’s potential to mitigate workplace procrastination by reducing perceptions of insufficient support. Organizations should focus on AL training to promote leader authenticity and supportiveness while fostering strong support networks within workgroups to enhance productivity and reduce procrastination behaviors. These findings also contribute to understanding AL’s role in addressing workplace counterproductive behaviors.